According to the Latest Research70%of Americans are disengaged at work

For the last 18 years, Gallup tracked employee engagement and found that on average only 30% of employees reported being actively engaged.

Can you imagine the wide-ranging impact on your organization if 70% of your employees aren't engaged at work?

We know that you are suffering from cultural issues.

It's costing you personnel.

It's costing you time and money.

And it's disrupting your workplace.

Your employees are disengaged.

You have problems with harassment.

Your staff have interpersonal conflicts.

Your company is going through major changes in personnel and policy.

If these ​​​​statements resonate with you - you're in the right place!

introducing the good doctors course on creating a resilient culture

We've made this in-depth course to cover every possible angle of your office culture.

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We're using our extensive business experience to provide solutions your most pressing needs.

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our comprehensive course includes

video lessons

Every lesson starts with a video lesson, covering all the basics for each vital element of organizational culture in a concise and accessible manner so that you start each week with a clear understanding of each topic.

workbooks

We feel learning is most effective when it's interactive. We have produced engaging workbooks to help you work through the course content so that you relate each lesson to your own specific experiences.

case studies

Each lesson will be applicable to your own specific culture. Our case studies will showcase the lesson topic in a range of fields and professions so that no matter what your profession you find the material useful.

additional resources

We've scoured the internet, and used our academic contacts, to source further information, ensuring you have all the latest information so that you are getting the cutting edge discussions on each topic!

So why are we talking about helping you build a resilient culture? The problem with strong/weak and healthy/unhealthy language is that it creates a binary. If your culture is strong, then it doesn't need work, it is fixed, it is finished.

BUT ... we all know that no culture is fixed. No organization is done growing, changing, evolving with each new challenge or situation. The binary language of strong and weak is black and white, when in reality, your organizational culture is all shades of grey.

Having a resilient organizational culture means that you see these shades of grey. You know that your culture isn't perfect. You know that the problems you face are complex. Having a resilient organizational culture means that when problems arise, as they always do, you will bend and not break.

Your resiliency will see you through any change, challenge, or problem.

You're ready to begin building a resilient culture ... What's the next step?

start building your resilient culture today!

Buy our course NOW and get starting solving the cultural issues that are plaguing your organization by learning how you can build a resilient culture!

Introducing the 4 Pillars of Cultural Resiliency

We believe that each organizational culture should be evaluated on the basis of the four pillars introduced in this handy graphic. The pillars also form the structure for our course and frame course material.

This course is a direct reflection of our philosophy on building a resilient culture. Below is a breakdown of the 3 main elements to each pillar. These elements form the basis for our weekly lessons.

Pragmatism

​Vision/Strategy Match

Accountability

Adaptability

Insightful

Gender

Personality Traits

Generational/Cultural

Trustworthy

Conflict Management

Emotional Intelligence

Lexicon/Language

Curious

Internal/External Match

Active Listening

Creativity

what can you expect from the course?

As doctors of social science, we feel strongly that the corporate world spends a lot of time talking about 'corporate culture' or 'company culture' or 'work culture' without really understanding what 'culture' is ... how it works, how it's made, and how it changes.

When we thought up this course, we wanted to use our academic knowledge and expertise to help leaders in any field better understand their organizational culture.

We have 20+ years combined academic experience studying how cultures form and how people engage and interact with those cultures. We've taken that experience and expertise and turned it toward forming each lesson.

Creating a Resilient Culture A Step-by-Step Course Guide

01​

The course starts with an introduction to culture. We want to make sure that each one of you is starting from the same page. Our first lesson defines 'culture' clearly and quickly, so that any person, in any field, with any organization, knows what we're talking about.

02

Your first assignment will be a self-assessment.You're taking the course because you want to work on your organizational culture. We want you thinking and reflecting about your specific issues before we even get to the course content -- you are involved at every step!

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03

The first lesson relates to whether your corporate vision and strategy match. We will help you assess whether your organizational strategy aligns with where you want your corporate vision to take you. When these don't match, it can create big and small cultural problems.

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04

The second lesson focuses on pragmatic approaches to accountability. Your people need to trust that when a problem arises, it will be handled responsibly, respectfully, and in accordance with company policies. Low levels of accountability lead to internal conflicts.

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05

The third lesson challenges you do think about adaptability within your culture. Changes are a part of life, and business. How you adapt to those changes says a lot about your cultural resiliency. This lesson will ask important questions about creating an adaptable culture.

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06

In the fourth lesson we cover the major gender dynamics impacting your culture. Moving to our second pillar, insightful, we bring our focus to the range of gender issues that you need to think about when dealing with cultural problems or growth.

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07

The fifth lesson introduces the importance of personality traits. Through our work we have found that many leaders don't think about the impact of personality traits on their office culture and interpersonal relationships.

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08

Our sixth lesson discusses why you need to understand the main generational and cultural differences in your office. If you don't know how these differences can impact your office culture, this lesson is required viewing.

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09

The seventh lesson deals with conflict management strategies. Every culture has conflict, particularly when other parts of the culture aren't working. Managing conflict in a healing manner is key to being a trustworthy leader.

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10

The eighth lesson addresses a big business buzzword: emotional intelligence. We firmly believe that the best leaders are self-aware, meaning they know themselves and they know their people. High emotional intelligence helps build resiliency.

The tenth lesson focuses on whether your internal messaging matches its external counterpart. Who you are to your customers and clients needs to match who you are to your staff. If your internal and external visions and strategies don't match, we can help.

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13

The eleventh lesson introduces the importance of active listening. We believe that resilient cultures have leaders who listen to their people in a way that makes them feel validated and valued. Active listening is a necessary technique for every curious leader.

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14

The twelfth lesson asks you critical questions about the role of creativity in your culture. We're not just talking about hiring creatives, we're talking about developing a creative approach to management and employee engagement.

15

The course finishes with a wrap-up video. We summarize the key takeaways from each lesson and send you on your way!

Email & Voxer support from The Good Doctors during the course: $3,000 value

Follow-up Zoom chat with The Good Doctors post-course: $1,000 value

The course is self-directed - so you can take it at your own pace!

don't miss out on real change for your organization!!

Who are The Good Doctors?

If you're wondering who we are, what we do, and why we're talking about resiliency, we've made this short video to introduce ourselves, our company and our philosophy behind building a resilient culture.

why should you trust the good doctors?

they ask the right questions ...

We knew the goal of our project, but had no clear idea of how to get there. Dr. Donnelly was able to help us define our question and identify the best way to answer it. She and her team provided a highly professional service throughout the process, and provided a thoughtful and helpful analysis of the information she gathered. We are thankful to have this clarity as we move our organization forward.

DAN SHELDON// Chief Financial Officer, Infaith

they care about you and your organization ...

Abbey Research will permanently hold the title of 'most-trusted advisor in my work and life. Their passion for understanding how people work and how they are motivated is unmatched. This is what makes Dr. Donnelly and her team so good at what they do ... Their authenticity, compassion, and professionalism provide the foundation for honest conversations, giving them the ability to gather real insights that can be translated into action. The Dr.'s are world-class researchers, all-the-while being just the best kind of people. Their passion and dedication are inspiring.

TARA MURRAY// Director of Marketing, Benjamin Obdyke

What are people saying about the good doctors??

they produce high quality results ...

Over the past year I have recommended Abbey Research to many of my friends and clients from both the for profit and non profit sectors. One reason I endorse Abbey Research is because they exist to serve smaller business and organizations by making high quality research accessible and affordable.

SCOTT WALKER// Founder & CEO, Walker Services Group

they turn results into actions ...

As a leader, I can ask questions all I want. But sometimes answers flow easier to a third-party. And sometimes the interpretations of those answers is clearer to someone who is passionate for my success, but dispassionate enough to help me without bias. Abbey Research proved to be a wise partner in obtaining the truth we needed to know and giving clarity in then turning truth into understanding and understanding into action.

JACK NELSON// Founder & President, Worldlink International

DR. ERIN HINSON & DR. KRISTEN DONNELLY //

Since receiving our PhDs over 2 years ago, we've been passionate about using our expertise to teach how cultures work and grow.

We love to teach and help others learn how to best serve their people and their organizations. We also love animals and fuzzy slippers (almost as much).

We're here to help you - let's get started!

The Good Doctors

The best time to start learning is right now!!

There is no better time to starting working on your organization's cultural resiliency. You can't afford to miss this unique opportunity to learn about culture, assess your own resiliency, and make positive changes immediately. After completing the 14 hour course, you will be ready to start building resiliency within your company. Join Drs. Donnelly and Hinson as they share their expertise and give you real solutions to your specific cultural needs!

To build practices into your engagement programs that support staff and keep them happy and productive.

To strengthen your leadership training.

To learn pragmatic ways to address common workplace problems.

To ensure your team has the latest research and tools to lead with intention.

what is the cost of inaction?

If you don't take action to address your cultural issues ...

Your employees will remain disengaged.

You will suffer from high turnover and low retention.

Your organization will struggle with meeting its mission and goals.

Your productivity and profitability will be negatively impacted.

Your leadership team will be ineffective.

You will develop other culture related problems.

What is holding you back?

We know these are some of your objections to the course.

​Don't worry, we've got an answer for each one.

You know that there's a problem with your culture but you don't know what it is. We'll give you the tools to examine each aspect of your culture to determine the source of the problem.

If you aren't sure the right questions to ask, that's fine. The Good Doctors will teach you how to ask more empathetic and direct questions!

We understand if you're scared to take the first step. But, because you're here, you've already taken it! We promise to help guide you through each aspect of the course, making sure you stay on track.

If you think you can't afford to take this course, we argue you can't afford NOT to take it. Building resiliency in your culture will help you save and make money in the long run!

Does this level of change scare you? That's totally normal. Change is hard and requires constant work. BUT ... we've broken this course down into 12 manageable lessons. We help you focus on smaller, pragmatic changes you can make to your organizational culture that will still have a lasting impact.

Now is the perfect time to take that first step!!

start building your resilient culture today!!

Frequently Asked Questions

What do you mean by resilient?

For us, resilient is more of a mindset than an end goal for your culture. Resilient means that you can deal with complexities and adapt to changes with minimal disruption.

what does the course include?

The course includes 14 lessons. Each lesson will include 1 video lesson, 1 workbook, and 1 case study. After every 4 lessons we will share additional resources on each key pillar. The course also includes the ability to engage with Drs. Donnelly and Hinson and ask questions throughout your learning experience.

How much work is required per lesson?

Each lesson will require about 1 hour of work, including the video lesson, workbook, and case study reading. The course is self-directed, so it's up to you how long you take to do the (roughly) 14 hours of work.

Why it is worth the cost?

We know $2400 is a lot of money, but we believe you're losing way more than that by not dealing with your cultural issues. Think about how much it costs (in time and money) to replace employees, to deal with legal matters, and all the other problems that are hitting your bottom line.

What education/experience do i need?

We've made this course for people at almost any level of education and experience. Reading and writing comprehension is required, but we want the course to be accessible to anyone from top level executives to entry level staff.

What is an organizational culture?

An organizational culture refers to the way that your staff, employees, teams, interact with each other as individuals. It also means the way that each person interacts with the mission, values, and goals of the organization. Your culture is how your people engage with the company structure and ethos.